Easter Seals Jobs

Talent Consultant II - Global Markets & Sustainability & Global Research

Charlotte, North Carolina;Jacksonville, Florida; Atlanta, Georgia; New York, New York; Pennington, New Jersey; Boston, Massachusetts

Job Description:

At Bank of America, we are guided by a common purpose to help make financial lives better through the power of every connection. Responsible Growth is how we run our company and how we deliver for our clients, teammates, communities, and shareholders every day.

One of the keys to driving Responsible Growth is being a great place to work for our teammates around the world. We’re devoted to being a diverse and inclusive workplace for everyone. We hire individuals with a broad range of backgrounds and experiences and invest heavily in our teammates and their families by offering competitive benefits to support their physical, emotional, and financial well-being.

Bank of America believes both in the importance of working together and offering flexibility to our employees. We use a multi-faceted approach for flexibility, depending on the various roles in our organization.

Working at Bank of America will give you a great career with opportunities to learn, grow, and make an impact, along with the power to make a difference. Join us!

Job Description:

This job is responsible for leading enterprise-wide talent development and organizational design solutions. Key responsibilities include supporting senior business leaders to identify strategies directly linked to organizational goals and implement leadership solutions across the business. Job expectations include partnering with Global Talent, Global Human Resources (GHR), business stakeholders, Subject Matter Experts (SMEs), and vendors to execute enterprise talent processes and provide consultative support to lead the design, development, and implementation of talent development.

This Talent Consultant II will join the Global Markets & Sustainability & Global Research Talent Team to develop leadership, learning, organizational effectiveness, and talent management solutions, in partnership with HR Executives and Generalists, in support of the business Key areas of focus for a Talent Management Consultant II include Talent Management, Leadership Development, Organizational Effectiveness and Performance Management.

The Talent Consultant II will align to CEO 2 deep leader(s) reporting to the Head of Global Markets and the Head of Global Research and will be responsible for ensuring achievement of key business outcomes through the utilization of impactful consultation and organizational development skills. The successful candidate will be an influential, results-oriented professional who can develop and manage relationships across the company and with a wide variety of partners based on trust, knowledge, and teamwork, and have demonstrated ability to

Responsibilities:

• Partners with business and Human Resources (HR) leaders to design and deliver talent management strategies and talent development plans that ensure effective succession planning and a bench of future leaders.

• Leads, designs, and implements key leadership development processes and HR initiatives such as talent and succession planning, performance management, organizational design and effectiveness, manager development, 360 feedback, and program nominations.

• Executes talent management strategy and organizational design across local, regional, and enterprise teams and partners while ensuring compliance with rules and regulations.

• Provides consultative support and coaching to key leaders focused on promoting and developing diverse and top talent.

• Maximizes business and enterprise objectives and outcomes by implementing strategic talent solutions leveraging quantitative and qualitative data.

• Partners with control functions (e.g., Corporate Communications, Legal, Risk, Compliance) to mitigate people risk and effectively communicate people moves and talent processes to impacted stakeholders.

• Drivelearningstrategy and programs for client organizations, working closely with learning consultants and leveraging internal learning resources.

• Consult with leaders on organizational change including assessing operating model and org design effectiveness, preparing org design proposals and communication plans.

• Serve in an advisory role for horizontal initiatives across the Global Markets and/or Research organizations, working with HR to consult.

Required Qualifications

• Minimum of 8+ years’ experience in any of the following: Learning or Program Development/Program ManagementORLeadership development & talent management (including coaching)OROrganization Development, Change and/or Organization DesignORHR GeneralistORRelevant HR specialist experience leading programs, processes, or other talent practices.

• Relationship management skills with ability to consult, advise, and influence senior leaders globally.

• Experience interfacing with leaders at the MTM 1 and/or 2 deep level who are seasoned and sophisticated leaders.

• Demonstrated conceptual thinker with effective program and project management skills and experience, including ability to translate strategy into specific goals, tactics, and deliverables.

• Sound judgment and strong communication skills (written and verbal).

• Proven ability to build and leverage positive relationships with peers, partners, and clients.

• Able to operate in a fast-paced, ambiguous environment or an environment where priorities may change quickly.

• Strong bias for action and ability to drive work to completion.

• Technical proficiency in PowerPoint and Excel.

Desired Qualifications:

• BS/BA, preferably in relevant areas (e.g., Organizational Development, I/O Psychology, etc.); will consider equivalent experience in lieu of degree.

Skills:

• Attention to Detail

• Influence

• Leadership Development

• Prioritization

• Written Communications

• Networking

• Organizational Effectiveness

• Presentation Skills

• Succession Planning

• Talent Development

• Executive Presence

• Stakeholder Management

• Workforce Diversity Management

• Workforce Planning

• Organizational Design

• Change Management

• Transformation

• Performance Management

Shift:

1st shift (United States of America)

Hours Per Week:

40

Bank of America and its affiliates consider for employment and hire qualified candidates without regard to race, religious creed, religion, color, sex, sexual orientation, genetic information, gender, gender identity, gender expression, age, national origin, ancestry, citizenship, protected veteran or disability status or any factor prohibited by law, and as such affirms in policy and practice to support and promote the concept of equal employment opportunity and affirmative action, in accordance with all applicable federal, state, provincial and municipal laws. The company also prohibits discrimination on other bases such as medical condition, marital status or any other factor that is irrelevant to the performance of our teammates.

To view the "EEO is the Law" poster, CLICK HERE (https://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf) .

To view the "EEO is the Law" Supplement, CLICK HERE (https://www.dol.gov/ofccp/regs/compliance/posters/pdf/OFCCP_EEO_Supplement_Final_JRF_QA_508c.pdf) .

View the LA County Fair Chance Ordinance (https://dcba.lacounty.gov/wp-content/uploads/2024/08/FCOE-Official-Notice-Eng-Final-8.30.2024.pdf) .

Bank of America aims to create a workplace free from the dangers and resulting consequences of illegal and illicit drug use and alcohol abuse. Our Drug-Free Workplace and Alcohol Policy (“Policy”) establishes requirements to prevent the presence or use of illegal or illicit drugs or unauthorized alcohol on Bank of America premises and to provide a safe work environment.

To view Bank of America’s Drug-free Workplace and Alcohol Policy, CLICK HERE .

This communication provides information about certain Bank of America benefits. Receipt of this document does not automatically entitle you to benefits offered by Bank of America. Every effort has been made to ensure the accuracy of this communication. However, if there are discrepancies between this communication and the official plan documents, the plan documents will always govern. Bank of America retains the discretion to interpret the terms or language used in any of its communications according to the provisions contained in the plan documents. Bank of America also reserves the right to amend or terminate any benefit plan in its sole discretion at any time for any reason.